Cole v. Conservation Com'n

• Decision Date: 05 July 1994
• Docket Number: No. WD,WD
• Citation: Cole v. Conservation Com'n, 884 S.W.2d 18 (Mo. App. 1994)
• Parties: David R. COLE, Appellant, v. CONSERVATION COMMISSION, State of Missouri, and Missouri Department of Conservation, and Jerry P. Combs, William A. Dalton, Jay G. Henges and John Powell, constituting all of the members of the Conservation Commission, and Jerry J. Presley, Director of the Missouri Department of Conservation, Respondents. 48915.
• Court: Missouri Court of Appeals

Page 18

884 S.W.2d 18

David R. COLE, Appellant, v. CONSERVATION COMMISSION, State of Missouri, and Missouri Department of Conservation, and Jerry P. Combs, William A Dalton, Jay G. Henges and John Powell, constituting all of the members of the Conservation Commission, and Jerry J Presley, Director of the Missouri Department of Conservation, Respondents.

No. WD 48915.

Missouri Court of Appeals Western District.

July 5, 1994.

Motion for Rehearing and/or Transfer to

Supreme Court Denied Aug. 30, 1994.

Application to Transfer Denied

Oct. 25, 1994.

John A. Ruth, Robert K. Angstead, Newman, Comley & Ruth, Jefferson City, for appellant.

Jane A. Smith, Missouri Dept. of Conservation, Jefferson City, for respondents.

Before TURNAGE, C.J., and FENNER and HANNA, JJ.

TURNAGE, Chief Judge.

David R. Cole filed suit against the Conservation Commission ¹ and Jerry Presley, Director of the Department of Conservation, and others seeking reinstatement as a conservation agent and back pay. The court entered summary judgment against Cole. Cole contends that the Commission and the other defendants were not entitled to summary judgment as a matter of law. Affirmed.

Cole was employed as a conservation agent from January 1, 1985 until April 1992 when Presley notified him that his employment was terminated. Cole's termination followed an altercation between Cole and a Central Methodist College student on the college campus ² in March 1992.

The parties agree that Cole was not a merit employee. The Commission had published an administrative and human resources management manual by which Cole was not entitled to a pre-termination hearing but it did provide for a five-step grievance procedure following termination. The last step in that procedure gave the employee the right to appear before the Commission to give the employee's version of the termination. The procedure did not call for the calling of witnesses nor any type of an adversary hearing.

After Cole appeared before the Commission he was notified that the action of Presley in terminating him was upheld. Thereafter Cole filed this action in the circuit court by which Cole sought judicial review of his termination under § 536.150, RSMo 1986. ³ On motion of all of the defendants, the court entered summary judgment in favor of all defendants.

Cole does not contend there is any genuine dispute as to the facts but contends as a matter of law the defendants were not entitled to judgment. Summary judgment may be entered when the prevailing party has demonstrated a right to judgment as a matter of law. ITT Commercial Finance v. Mid-America Marine Supply Corp., 854 S.W.2d 371, 376[7, 8] (Mo. banc 1993).

Cole first contends that he had a property right in continued employment because he was employed by a public agency as contrasted to being employed in the private sector. In Cleveland Board of Education v. Loudermill, 470 U.S. 532, 538, 105 S.Ct. 1487, 1491, 84 L.Ed.2d 494 (1985), the Court held "Property interests are not created by the Constitution, 'they are created and their dimensions are defined by existing rules or understandings that stem from an independent source such as state law....' " (quoting, Board of Regents v. Roth, 408 U.S. 564, 577, 92 S.Ct. 2701, 2709, 33 L.Ed.2d 548 (1972)). In Barnes v. City of Lawson, 820 S.W.2d 598, 601 (Mo.App.1991), this court held that judicial review is not available to a terminated employee-at-will unless the employee is protected by statute, ordinance, regulation or employment contract. Thus, Cole acquired no property right in continued employment from the Constitution, but his right to continued employment must be found to exist by reason of statute, ordinance, regulation or employment contract.

Cole attempts to demonstrate that he has a right of continued employment, with a concomitant right to judicial review of his termination, by contending that Art. 5, § 18 of the Missouri Constitution provides that all final decisions of an administrative body which are judicial or quasi judicial and affect private rights shall be subject to direct review by the courts as provided by law. Cole contends that this constitutional right is implemented in § 536.150 which provides for judicial review when an administrative body renders a decision that determines legal rights, duties or privileges of any person and that decision is not subject to administrative review. As noted above Barnes held that an at-will public employee is not entitled to judicial review of termination under § 536.150. Therefore, Cole was not entitled to review under Art. V, § 18.

Cole attempts to establish that he was not an at-will employee by contending that the manual published by the Commission stated that employees would not be terminated except "for cause." Cole derives this contention from the five-step disciplinary procedure provided in the manual. The manual states that "It is the policy of the department that any employee who violates rules or procedures of the Department shall be subject to the following disciplinary actions: ...." Under step five of the procedure the manual states "If additional facts indicate the employee was not at fault,...." From these provisions Cole derives the argument that under the manual he could only be terminated for cause. Cole overlooks the fact that he was not terminated for violating rules and regulations of the Commission. In his letter of termination Presley stated that Cole's supervisor found that Cole's actions had brought discredit on the Department of Conservation. Presley stated that he had reviewed Cole's personnel file and the previously written warnings and disciplinary probation status of Cole. It was the conclusion of Presley that based upon Cole's record that the recommendation of Cole's supervisor that Cole be terminated should be accepted. Cole further overlooks the fact that the manual states that nothing in the manual "requires the Department to have 'just cause' to terminate ... an employee at any time or for any reason." When the manual did not require the Commission to have "cause" to terminate Cole, Cole was an at-will employee who could be terminated at any time for any reason. As an at-will employee, Cole was not entitled to judicial review under § 536.150. Barnes, supra.

Cole next contends he was a peace...